Common use of Union Stewards and Representatives Clause in Contracts

Union Stewards and Representatives. Section 1 Management recognizes that Local 39521 Stewards are the official on-site representatives of the Union. Section 2 The Union shall select a reasonable number of stewards, and notify the Court Executive Officer (CEO) in writing as to who has been designated as a ▇▇▇▇▇▇▇. Any change in stewards shall be communicated in writing to the Court Executive Officer (CEO) in a timely fashion. On occasion and depending upon the circumstances, the Union may designate a representative, not a current ▇▇▇▇▇▇▇, who shall act in the capacity of ▇▇▇▇▇▇▇ for a grievance meeting with prior written notice to the Court Executive Officer (CEO). The Union may also request a postponement of a grievance meeting if necessary to ensure appropriate representation for an employee. Such request shall not be unreasonably denied. After receiving approval from the supervisor, a ▇▇▇▇▇▇▇ shall be allowed reasonable time off during working hours, without loss of time, pay or employment benefits, to investigate, prepare and present grievances and disciplinary appeals of court interpreter bargaining unit employees. The supervisor shall authorize the ▇▇▇▇▇▇▇ to leave his/her work if it is determined that the ▇▇▇▇▇▇▇’▇ absence will not interfere with the work of the unit. When immediate approval is not granted, the supervisor shall inform the ▇▇▇▇▇▇▇ and shall establish an alternate time when the ▇▇▇▇▇▇▇ can be released from his/her work assignment. Not more than one ▇▇▇▇▇▇▇ shall be on paid court time during any grievance meeting. The presence of a shop ▇▇▇▇▇▇▇ at the meeting does not preclude a union staff representative from also being present at the meeting. Section 3 The Region will provide reasonable release time without loss of pay or employment benefits for unit employees released under this section. Up to five unit employees will be released for the purpose of negotiating a labor agreement or successor labor agreement with the Region 2 Negotiating Committee. For all other meet-and-confer sessions, up to two (2) unit employees will be released. In courts with more than fifteen (15) bargaining unit employees, up to three (3) bargaining unit employees will be released with no more than two (2) from any one court with fifteen (15) or less bargaining unit employees, for purposes of meet and confer. Section 4 Any time spent performing the functions of a ▇▇▇▇▇▇▇ outside of the normal business day, or any time spent on a day when a ▇▇▇▇▇▇▇ is not otherwise scheduled for work, shall not be compensated by the Court. Following a meeting in a different court, management will make reasonable efforts to return a ▇▇▇▇▇▇▇ to work at his/her work location.

Union Stewards and Representatives. Section 1 Management recognizes that Local 39521 Stewards are the official on-site representatives of the Union.1: Section 2 2: The Union shall select a reasonable number of stewards, and notify the Court Executive Officer (CEO) in writing as to who has been designated as a ▇▇▇▇▇▇▇. Any change in stewards shall be communicated in writing to the Court Executive Officer (CEO) CEO in a timely fashion. On occasion and depending upon the circumstances, the Union may designate a representative, not a current ▇▇▇▇▇▇▇, who shall act in the capacity of ▇▇▇▇▇▇▇ for a grievance meeting with prior written notice to the Court Executive Officer (CEO). The Union may also request a postponement of a grievance meeting if necessary to ensure appropriate representation for an employee. Such request shall not be unreasonably denied. After receiving approval from the supervisor, a ▇▇▇▇▇▇▇ shall be allowed reasonable time off during working hours, without loss of time, pay or employment benefits, to investigate, prepare and present grievances and disciplinary appeals of court interpreter bargaining unit employees. The supervisor shall authorize the ▇▇▇▇▇▇▇ to leave his/her work if it is determined that the ▇▇▇▇▇▇▇’▇ absence will not interfere with the work of the unit. When immediate approval is not granted, the supervisor shall inform the ▇▇▇▇▇▇▇ and shall establish an alternate time when the ▇▇▇▇▇▇▇ can be released from his/her work assignment. Not more than one ▇▇▇▇▇▇▇ shall be on paid court time during any grievance meeting. The presence of a shop ▇▇▇▇▇▇▇ at the meeting does not preclude a union staff representative from also being present at the meeting. Section 3 3: The Region will provide reasonable release time without loss of pay or employment benefits for unit employees released under this section. Up to five unit employees will be released for the purpose of negotiating a labor agreement or successor labor agreement with the Region 2 Negotiating Committee. For all other meet-and-meet and confer sessions, up to two (2) unit employees will be released. In courts with more than fifteen (15) bargaining unit employees, up to three (3) bargaining unit employees will be released with no more than two (2) from any one court with fifteen (15) or less bargaining unit employees, for purposes of meet and confer. Section 4 4: Any time spent performing the functions of a ▇▇▇▇▇▇▇ outside of the normal business day, or any time spent on a day when a ▇▇▇▇▇▇▇ is not otherwise scheduled for work, shall not be compensated by the Court. Following a meeting in a different court, management will make reasonable efforts to return a ▇▇▇▇▇▇▇ to work at his/her work location.

Union Stewards and Representatives. Section 1 a. Management recognizes that Local 39521 39000 Stewards are the official on-site representatives of the Union. Section 2 b. The Union shall select a reasonable number of stewards, and notify the Court Executive Officer (CEO) in writing as to who whom has been designated as a ▇▇▇▇▇▇▇. Any change in stewards shall be communicated in writing to the Court Executive Officer (CEO) in a timely fashion. On occasion and depending upon the circumstances, the Union may designate a representative, not a current ▇▇▇▇▇▇▇, who shall act in the capacity of ▇▇▇▇▇▇▇ for a grievance meeting with prior written notice to the Court Executive Officer (CEO). The Union may also request a postponement of a grievance meeting if necessary to ensure appropriate representation for an employee. Such request requests shall not be unreasonably denied. . c. After receiving approval from the supervisor, a ▇▇▇▇▇▇▇ shall be allowed reasonable time off during working hours, without loss of time, pay or employment benefits, to investigate, prepare and present grievances and disciplinary appeals of court interpreter bargaining unit employees. The supervisor shall authorize the ▇▇▇▇▇▇▇ to leave his/her work if it is determined that the ▇▇▇▇▇▇▇’'▇ absence will not interfere with the work of the unit. When immediate approval is not granted, the supervisor shall inform the ▇▇▇▇▇▇▇ and shall establish an alternate time when the ▇▇▇▇▇▇▇ can be released from his/her work assignment. . d. Not more than one ▇▇▇▇▇▇▇ shall be on paid court time during any grievance meeting. The presence of a shop ▇▇▇▇▇▇▇ at the meeting does not preclude a union staff representative from also being present at the meeting. Section 3 e. The Region will provide reasonable release time without loss of pay or employment benefits for unit employees released under this section. Up to five unit employees will be released for the purpose of negotiating a labor agreement or successor labor agreement with the Region 2 3 Negotiating Committee. For all other meet-and-confer sessions, up to two (2) unit employees will be released. In courts with more than fifteen (15) bargaining unit employees, up to three (3) bargaining unit employees will be released with no more than two (2) from any one court with fifteen (15) or less bargaining unit employees, for purposes of meet and confer. Section 4 Any time spent performing the functions of a ▇▇▇▇▇▇▇ outside of the normal business day, or any time spent on a day when a ▇▇▇▇▇▇▇ is not otherwise scheduled for work, shall not be compensated by the Court. Following a meeting in a different court, management will make reasonable efforts to return a ▇▇▇▇▇▇▇ to work at his/her work location.fifteen

Union Stewards and Representatives. Section 1 Management 5.1 The Public Employer recognizes that Local 39521 Stewards are the official on-site representatives right of the UnionUnion to designate regular bargaining unit employees to act as Union stewards, as set forth herein. The Union will keep the Public Employer advised in writing of the name of the Union stewards by filing same with the County Administrator, or his/her designee, prior to the ▇▇▇▇▇▇▇ assuming duties. In the event of a change of a Union ▇▇▇▇▇▇▇, the notification shall be made immediately in writing by the Business Manager of the Local 517, Laborers’ International Union of North America to the County Administrator or his/her designee, prior to the ▇▇▇▇▇▇▇ assuming duties. The Public employer agrees to contribute up to two thousand and eighty (2,080) hours each year to the Union for a time pool account to be used by the Chief ▇▇▇▇▇▇▇. Hours contributed by the County in one fiscal year, which remain unused at the end of that fiscal year, may not be rolled over to any subsequent fiscal year. The Chief ▇▇▇▇▇▇▇ designated in writing by the Union shall be carried on the active payroll and shall continue to accrue wages and benefits for all hours deducted from the time pool. The Chief ▇▇▇▇▇▇▇ shall be required to account for his/her time by clocking in and out, keeping an activity log, submitting time sheets, and/or any other method of record-keeping determined by the Department to which the Chief ▇▇▇▇▇▇▇ is assigned. Time spent by the Chief ▇▇▇▇▇▇▇ or any Union ▇▇▇▇▇▇▇ engaging in Union activity shall not count as hours worked on behalf of the County or hours worked for the purpose of overtime under the FLSA. Section 2 5.2 The Union Chief ▇▇▇▇▇▇▇ will be notified prior to any predetermination hearing or grievance hearing. Notification will include the date, time and place of the grievance hearing. This notification shall select be via e-mail or outlook calendar notification and the predetermination or grievance hearing shall be placed on the Chief ▇▇▇▇▇▇▇’▇ County Outlook Calendar via a reasonable meeting request. The Chief ▇▇▇▇▇▇▇ is expected to keep the calendar updated with union activity scheduled such as Predetermination Hearings, investigative processes, etc. to avoid scheduling conflicts. 5.3 The total number of stewards, and notify including the Court Executive Officer Chief ▇▇▇▇▇▇▇, will be based on the schedule contained in Appendix E. Neither Union stewards nor Union representatives shall conduct any Union activity or Union business including grievance investigating and/or processing on Public Employer’s property or with Public Employer’s employees during working hours, except as specifically authorized by this Agreement. If the Chief ▇▇▇▇▇▇▇ is not available, Division Managers (CEO) in writing as or their designees), at their complete discretion, may grant reasonable time to who has been designated as stewards to represent employees during working hours when such activities cannot be delayed until the Chief ▇▇▇▇▇▇▇ becomes available, or when management desires the presence of a specific ▇▇▇▇▇▇▇. Any change in stewards shall be communicated in writing to the Court Executive Officer (CEO) in other representation or completion of Union business by a timely fashion. On occasion and depending upon the circumstances, the Union may designate a representative, not a current ▇▇▇▇▇▇▇, who shall act in other than the capacity Chief ▇▇▇▇▇▇▇, will be charged to the appropriate accrued leave balance of the participating ▇▇▇▇▇▇▇ for a grievance meeting with prior written notice to the Court Executive Officer (CEO)or Union representative. The No more than one Union may also request a postponement of a grievance meeting if necessary to ensure appropriate representation for an employee. Such request shall not be unreasonably denied. After receiving approval from the supervisor, a ▇▇▇▇▇▇▇ shall be allowed reasonable granted such time off during working hours, without loss of time, pay or employment benefits, to investigate, prepare and present grievances and disciplinary appeals of court interpreter bargaining unit employeesper matter. The supervisor shall authorize the ▇▇▇▇▇▇▇ shall in no way interrupt or interfere with the normal mission or work activity of any division or employee and shall not use excessive time to leave investigate a grievance. The Division Manager or his/her work if it designee, will use reasonable discretion to determine what is determined an excessive amount of time in each instance. 5.4 The Union agrees that the ▇▇▇▇▇▇▇’▇ absence will not interfere with the work of the unit. When immediate approval is not grantedno employee, the supervisor shall inform the Union ▇▇▇▇▇▇▇ and or any other person or persons shall establish an alternate time when the ▇▇▇▇▇▇▇ can be released from his/her work assignment. Not more than one solicit membership, collect Union monies or distribute Union material during working hours. 5.5 Each Union ▇▇▇▇▇▇▇ shall be an employee in the bargaining unit, who has satisfactorily completed his/her probationary period of employment with the Public Employer. 5.6 Under no circumstances may Union stewards investigate, present, or process grievances on paid court time during any grievance meetingpremium time. While on leave of absence, no employee shall function as a Union ▇▇▇▇▇▇▇. Union stewards are subject to all Public Employer’s rules, regulations and policies regarding the conduct of employees of the Public Employer. The presence of a shop form shown in Appendix G shall be used to request and record time away from the normal work location to conduct Union business. 5.7 When it is necessary for the Chief ▇▇▇▇▇▇▇ at the meeting does not preclude or a union staff representative from also being present at the meeting. Section 3 The Region will provide reasonable release time without loss of pay or employment benefits for unit employees released under this section. Up to five unit employees will be released for the purpose of negotiating a labor agreement or successor labor agreement with the Region 2 Negotiating Committee. For all other meet-and-confer sessions, up to two (2) unit employees will be released. In courts with more than fifteen (15) bargaining unit employees, up to three (3) bargaining unit employees will be released with no more than two (2) from any one court with fifteen (15) or less bargaining unit employees, for purposes of meet and confer. Section 4 Any time spent performing the functions of a Union ▇▇▇▇▇▇▇ to enter an area other than his/her own for the purpose of investigating a grievance or other Union business authorized by this Agreement, he/she shall notify the supervisor outside of the normal business daybargaining unit of that area of his/her presence and the nature of his/her business, and obtain permission from that supervisor. Whenever the investigation of grievances involves a person other than a County employee, the Chief or Union ▇▇▇▇▇▇▇ or representative will not discuss the grievance with that person, unless a representative of the Public Employer is also present. 5.8 In any time spent on instance where the Public Employer has reason to believe that the Chief ▇▇▇▇▇▇▇ or a day when a Union ▇▇▇▇▇▇▇ is not otherwise scheduled for workusing an excessive amount of County time in the investigation of a grievance, or is unreasonable in his/her requests concerning the time of other employees while on duty, the County Administrator, or his/her designee, shall not be compensated by have the Court. Following a meeting in a different court, management will make reasonable efforts right to return a investigate the matter and to request the Union to stop the excessive activity of the ▇▇▇▇▇▇▇ and/or replace the ▇▇▇▇▇▇▇ with another employee. 5.9 Where, in the opinion of the Public Employer, it is reasonable and necessary for an agent of the Union, other than a local Union officer, Union ▇▇▇▇▇▇▇ or representative of Local 517, Laborers’ International Union of North America, or other than an employee on the shift to work at enter the Public Employer’s property or buildings to investigate a previously filed grievance or to conduct other Union business, such agent shall secure permission first from the County Administrator, or his/her work locationdesignee, who will establish a mutually satisfactory date and time for the visit. 5.10 When the Chief Union ▇▇▇▇▇▇▇ is appointed by the Union to perform duties that take them away from full- time employment with the Public Employer, the Chief ▇▇▇▇▇▇▇ may, upon approval of a written request directed to the appropriate Division Manager, receive a leave of absence without pay. Such leave of absence shall be in accordance with the Public Employer’s policy, as set forth in the Public Employer’s Policy Manual. The written request required under the provisions of this Section shall set forth the facts giving rise to the request. The request for leave of absence shall be made at least fourteen (14) days prior to the need for leave and must be made in writing to the appropriate Division Manager. No more than two

Union Stewards and Representatives. Section 1 Management recognizes that Local 39521 Stewards are 6.01 The Employer acknowledges the official on-site representatives role of the UnionUnion Shop Stewards. Section 2 6.02 The Union may elect or otherwise appoint seven (7) Shop Stewards for the purpose of assisting employees in presenting grievances to the Employer as set forth in this agreement. 6.03 The Union shall select a reasonable number of stewards, and notify keep the Court Executive Officer (CEO) Employer notified in writing as to who has been designated as a ▇▇▇▇▇▇▇. Any change in stewards shall be communicated in writing to of the Court Executive Officer (CEO) in a timely fashion. On occasion name of the Shop Stewards and depending upon the circumstances, the Union may designate a representative, not a current ▇▇▇▇▇▇▇, who shall act in Representative and the capacity effective date of ▇▇▇▇▇▇▇ for a grievance meeting with prior written notice to the Court Executive Officer (CEO)their appointment. The Union may also request a postponement of a grievance meeting if necessary to ensure appropriate representation for an employee. Such request Employer shall not be unreasonably denied. After receiving approval from the supervisor, required to recognize a ▇▇▇▇▇▇▇ until so notified in writing of his/her election or appointment. 6.04 With two (2) weeks’ notice and subject to reasonable operational requirements of the Employer, Union Shop Stewards shall be allowed reasonable time off during working hoursreleased from the workplace to attend Union courses, without loss of timefunctions, or conventions. The Employer agrees to pay or employment employees for Union leave requested in writing by the Union, and ▇▇▇▇ the Union the wage and benefit cost. These Stewards shall otherwise be treated as though they were working, and shall accrue and enjoy seniority, benefits, and all other rights, privileges, and entitlements provided for under the collective agreement. 6.05 The necessary time which is spent by the Union ▇▇▇▇▇▇▇ during their regular working hours in reporting or resolving grievances, attending meetings, and new member orientations specifically provided for herein shall be considered to investigate, prepare and present grievances and disciplinary appeals be time worked. 6.06 No ▇▇▇▇▇▇▇ or Union Representative shall exercise or attempt to exercise any authority or control over the function of court interpreter bargaining unit employees. The supervisor shall authorize management as set for in Article 3 hereof. 6.07 It is agreed that the ▇▇▇▇▇▇▇ shall continue to perform his/her regular work in order to maintain efficiency of operations. However, in accordance with the understanding, should it be necessary to assist an employee in presenting a grievance during working hours, he/she will not leave his/her work if without first obtaining permission from his/her Manager or his/her designate, which will not be unreasonably withheld. Should the ▇▇▇▇▇▇▇ find it necessary to assist employees in presenting a grievance during a shift when there is determined no supervision, the Union agrees that the ▇▇▇▇▇▇▇’▇ absence will not interfere with the work of the unit. When immediate approval is not granted, the supervisor shall inform the ▇▇▇▇▇▇▇ and shall establish an alternate time when the ▇▇▇▇▇▇▇ can be released from abuse his/her privilege under this paragraph, by absenting himself/herself from work assignmentin an unreasonable manner and for more time that reasonably required to handle the grievance. 6.08 Union Representatives shall have access to the site and work areas covered by this agreement in the carrying out of their regular duties and will not unduly disrupt the work force and will advise Management in advance. Not It is recognized that the Union Representative shall have the right, at reasonable times, to interview employees in respect to Union affairs or in respect to the investigation or processing of any grievance. The interviews or investigations will be on Employer time. 6.09 The Employer and the Union agree that no person shall intimidate, coerce, impose any pecuniary penalty on, or otherwise discriminate against any person because that person exercises or seeks to exercise any right under the Collective Agreement, or complains, gives evidence, or otherwise assists in respect of the initiation of prosecution of a grievance or other proceeding under this Collective Agreement. 6.10 The Employer will recognize a Union negotiating committee of not more than one ▇▇▇▇▇▇▇ shall be on paid court time during any grievance meeting. The presence of a shop ▇▇▇▇▇▇▇ at the meeting does not preclude a union staff representative from also being present at the meetingseven (7) employees. Section 3 The Region will provide reasonable release time without loss of pay or employment benefits for unit employees released under this section. Up to five unit employees will be released for the purpose of negotiating a labor agreement or successor labor agreement with the Region 2 Negotiating Committee. For all other meet-and-confer sessions, up to two (2) unit employees will be released. In courts with more than fifteen (15) bargaining unit employees, up to three (3) bargaining unit employees will be released with no more than two (2) from any one court with fifteen (15) or less bargaining unit employees, for purposes of meet and confer. Section 4 Any time spent performing the functions of a ▇▇▇▇▇▇▇ outside of the normal business day, or any time spent on a day when a ▇▇▇▇▇▇▇ is not otherwise scheduled for work, shall not be compensated by the Court. Following a meeting in a different court, management will make reasonable efforts to return a ▇▇▇▇▇▇▇ to work at his/her work location.

Union Stewards and Representatives. Section 1 Management recognizes that Local 39521 Stewards are 6.01 The Employer acknowledges the official on-site representatives role of the UnionUnion Shop Stewards. Section 2 6.02 The Union may elect or otherwise appoint four (4) Shop Stewards for the purpose of assisting employees in representing employees and/or in presenting grievances to the Employer as set forth in this agreement. 6.03 The Union shall select a reasonable number of stewards, and notify keep the Court Executive Officer (CEO) Employer notified in writing as to who has been designated as a ▇▇▇▇▇▇▇. Any change in stewards shall be communicated in writing to of the Court Executive Officer (CEO) in a timely fashion. On occasion name of the Shop Stewards and depending upon the circumstances, the Union may designate a representative, not a current ▇▇▇▇▇▇▇, who shall act in Representative and the capacity effective date of ▇▇▇▇▇▇▇ for a grievance meeting with prior written notice to the Court Executive Officer (CEO)their appointment. The Union may also request a postponement of a grievance meeting if necessary to ensure appropriate representation for an employee. Such request Employer shall not be unreasonably denied. After receiving approval from the supervisor, required to recognize a ▇▇▇▇▇▇▇ until so notified in writing of their election or appointment. 6.04 With two (2) weeks’ notice and subject to reasonable operational requirements of the Employer, Union Shop Stewards shall be allowed reasonable time off during working hoursreleased from the workplace to attend Union courses, without loss of timefunctions, or conventions. The Employer agrees to pay or employment employees for Union leave requested in writing by the Union, and bill the Union the wage and benefit cost. These Stewards shall otherwise be treated as though they were working, and shall accrue and enjoy seniority, benefits, and all other rights, privileges, and entitlements provided for under the Collective Agreement. 6.05 The necessary time which is spent by the Union ▇▇▇▇▇▇▇ during their regular working hours in reporting or resolving grievances, attending meetings, and new member orientations specifically provided for herein shall be considered to investigate, prepare and present grievances and disciplinary appeals be time worked. 6.06 No ▇▇▇▇▇▇▇ or Union Representative shall exercise or attempt to exercise any authority or control over the function of court interpreter bargaining unit employees. The supervisor shall authorize Management as set for in Article 3 hereof. 6.07 It is agreed that the ▇▇▇▇▇▇▇ shall continue to perform their regular work in order to maintain efficiency of operations. However, in accordance with the understanding, should it be necessary to assist an employee in presenting a grievance during working hours, they will not leave his/her their work if without first obtaining permission from their Manager or their designate, which will not be unreasonably withheld. Should the ▇▇▇▇▇▇▇ find it necessary to assist employees in presenting a grievance during a shift when there is determined no supervision, the Union agrees that the ▇▇▇▇▇▇▇’▇ absence will not interfere with abuse their privilege under this paragraph, by absenting themselves from work in an unreasonable manner and for more time than is reasonably required to handle the grievance. 6.08 Union Representatives shall have access to the site and work areas covered by this agreement in the carrying out of their regular duties and will not unduly disrupt the work force and will advise Management in advance. It is recognized that the Union Representative shall have the right, at reasonable times, to interview employees in respect to Union affairs or in respect to the investigation or processing of any grievance. The interviews or investigations will be on Employer time. Union Representatives agree not to conduct Union business in front of clients or residents. 6.09 The Employer and the Union agree that no person shall intimidate, coerce, impose any pecuniary penalty on, or otherwise discriminate against any person because that person exercises or seeks to exercise any right under the Collective Agreement, or complains, gives evidence, or otherwise assists in respect of the unit. When immediate approval is not granted, the supervisor shall inform the ▇▇▇▇▇▇▇ and shall establish an alternate time when the ▇▇▇▇▇▇▇ can be released from his/her work assignment. Not more than one ▇▇▇▇▇▇▇ shall be on paid court time during any initiation of prosecution of a grievance meetingor other proceeding under this Collective Agreement. 6.10 The Employer will recognize a Union negotiating committee of up to five (5) employees. The presence of a shop ▇▇▇▇▇▇▇ at the meeting does not preclude a union staff representative from also being present at the meeting. Section 3 The Region will provide reasonable release time without loss of pay or employment benefits for unit employees released under this section. Up Employer agrees to five unit employees will be released for the purpose of negotiating a labor agreement or successor labor agreement with the Region 2 Negotiating Committee. For all other meet-and-confer sessions, up to two (2) unit employees will be released. In courts with more than fifteen (15) bargaining unit employees, up to three (3) bargaining unit employees will be released with no more than two (2) from any one court with fifteen (15) or less bargaining unit employees, for purposes of meet and confer. Section 4 Any time spent performing the functions of a ▇▇▇▇▇▇▇ outside of the normal business day, or any time spent on a day when a ▇▇▇▇▇▇▇ is not otherwise scheduled for work, shall not be compensated by the Court. Following a meeting in a different court, management will make reasonable efforts to return a ▇▇▇▇▇▇▇ to work at his/her work location.pay